Director, Human Resources- Repost- Position 2
McAllen Independent School District
Location
Mcallen, TX | United States
Job description
HR Position 2
PRIMARY PURPOSE: To ensure Human Resources (HR) policies, practices, and daily efforts are in alignment with the District's mission, vision, and strategic plan. Key strategic plan focus is Goal 2 (People Development) and Strategy 2 (Attract/Retain High Quality Staff). To direct and manage the district's personnel, staffing, placement and management functions to ensure legally sound and effective personnel management practices; to be responsible for the development and implementation of programs pertaining to personnel staffing, recruiting, applications, selection, management and placement; to interpret and recommend personnel policies and regulations for the district.
QUALIFICATIONS: Education/Certification: Bachelor's Degree, required
Master's Degree, preferred
Texas Mid-management or Supervisor's Certificate, preferred
Special Knowledge/Skills: Knowledge of personnel management, recruitment, selection and staffing of personnel; knowledge of wage and hour laws, certification guidelines and personnel grievance procedures; knowledge of wage and salary administration; knowledge of rules pertaining to employee performance and evaluations; effective communication, public relations and interpersonal skills; ability to manage budget; knowledge of legal matters to employee issues
Experience: Three (3) years of Human Resources (HR)-related educational administrative experience or equivalent amount of private sector HR experience, preferred
MAJOR RESPONSIBILITIES AND DUTIES/ESSENTIAL FUNCTIONS: - Provide for an effective two-way communication channel with staff, district employees, media, community and the board to promote and enhance student instruction.
- Contribute to the recommendation of sound policies directed toward improvement of practices pertaining to Human Resource management.
- Maintain the district's administrative and procedural guidelines for leaves and absences, terminations, non-renewals, resignations and employee complaints/grievances.
- Assist in implementing the district's plan for salary structure, job reclassification procedures, recommendations for annual adjustments to the structure and cost analysis of salary and wage adjustments for budgeting process.
- Manage the district's recruitment program to ensure the district is represented in a professional manner.
- Conduct staffing studies to determine instruction and other personnel needs.
- Assist in determining the initial assignment of salaries for professional and paraprofessional employees.
- Manage the annual review of job descriptions and job position classifications, and provide recommended revisions as appropriate.
- Plan, evaluate and administer due process, equal opportunity provisions and work cooperatively with others to ensure compliance with federal and state personnel laws and regulations for all employees.
- Administer the employee evaluation program to ensure systems are implemented effectively and uniformly.
- Assist Administrators with employees experiencing performance or behavioral issues, to include providing guidance on documentation and progressive discipline processes.
- Work with principals and administrators to ensure proper assignment and certification for professional educators.
- Articulate the district's mission and goals in the area of HR and solicit its support in realizing the mission.
- Ensure that complete and thorough references and background checks are performed on every employee and all applicants selected for interviews.
- Provide guidance to hiring managers on the proper interview, selection, and on-boarding practices.
- Coordinate procedures for issuance and renewal of state certification.
- Keep the immediate supervisor informed regarding the status of all projects or initiatives undertaken and of directives or requests received internally or externally.
- Identify current and future needs of the district and align processes and procedures including recruitment, selection, on-boarding, off-boarding, professional and leadership development, training, evaluation, retention and staffing plan strategies.
- Determine Human Resources-related training needs throughout the district and develop and plan training programs to meet the established needs. Implement both on-going and special interest training programs.
- Take a proactive role in identifying and responding to issues of interest to employees; work in collaboration with district leadership and Community Information department to ensure effective employee communications.
- Develop and maintain an effective teacher development program, to include a strategic recruitment, placement, on-boarding, professional development plan, performance management expectations and process, compensation and career progression plan.
- Direct and monitor employee performance appraisal system and ensure that supervisors have proper training. Assist principals and supervisors with employee counseling/coaching, improvement plans, and due-process procedures.
- Work with principals and other administrators to forecast staffing needs and develop staffing plans.
- Develop and implement recruitment and retention strategies and a screening and selection process for all employees.
- Provide an effective on-boarding system for new employees to acquire key information, support, and training necessary to ensure success on the job and to aid employee retention.
- Administer the employee grievance procedure adopted by the board. Direct the investigation, analysis, and decision- making process regarding personnel problems and/or other related policy issues.
- Interpret policies to ensure support of district employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.
- Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews.
- Develop and maintain an effective district wide employee recognition program.
- Update and distribute employee handbook and personnel directory annually. Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them.
- Assist in developing and administering the HR budget based on documented needs. Ensure that operations are cost effective and funds are managed wisely with a focus on maximizing the return on investment.
- Compile, maintain, and file all reports, records, and other documents as required.
- Prepare and deliver written and oral presentations on Human Resources-related issues to the board, principals, teachers, parents, and community groups. Attend regular meetings of the board.
- Stay abreast of current research and best practices in HR management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly.
- Ensure compliance with local, state and federal laws and regulations regarding Human Resources management and development. Stay abreast of state and federal public policy changes that could impact the district.
- Respond to inquiries by the Board of Trustees, Administrators, School Principals and others.
- Develop and maintain an effective off-boarding program to ensure district assets are collected timely, computer access is restricted, and to facilitate a smooth operational transition.
- Follow McAllen ISD customer service standards.
- Perform other duties assigned by immediate supervisor (primary evaluator).
SUPERVISORY RESPONSIBILITIES: Classified Personnel Specialist, Certification Specialist, Position Control Specialists and Clerks
EQUIPMENT USED: Computer, copier, multimedia equipment
WORKING CONDITIONS: Mental Demands: Maintain emotional control under stress; coordinate multiple and complex district functions; meet deadlines
Physical Demands/Environmental Factors: Frequent prolonged and irregular hours; frequent district-wide travel and occasional state or national travel
Working Days: 226
Daily Rate pay range: Minimum: $371.83
Maximum: $503.07
Note: Starting pay for a new hire in a pay range plan will be determined individually based on each person's job-related experience and salaries paid to peer employees in the same position with similar experience.
Job tags
Salary